Big changes are coming for small businesses that employ casual workers. Recent amendments to the Fair Work Act have redefined what it means to be a casual employee, and small business owners need to take note.
The updates, which took effect on August 26, 2024, could significantly impact how you manage your workforce.
Key points
- Changes to the Fair Work Act redefine what it means to be a casual employee.
- From August 2024, casual employees will have a new pathway to request permanent employment.
- Small businesses should plan for potential shifts in employee expectations.
Casual employment redefined
The most notable change is the redefinition of casual employment. Previously, a casual employee was someone who worked irregular hours without any firm advance commitment from the employer. But now, the new definition could shift the status of many workers, making it essential for small businesses to reassess their employment arrangements.
Beginning this month, a new pathway will be introduced that allows eligible casual employees to request a move to permanent employment. This shift in legislation means that small business owners should prepare for changes in employee expectations. Workers who were once satisfied with casual arrangements may now be more inclined to seek the stability of permanent employment, and businesses need to have a plan in place to manage these requests.
Some flexibility still remains for businesses employing casuals
However, it’s not all one-sided. Employers retain the right to refuse the request to convert if they can demonstrate that the employee still meets the criteria for casual employment. This could be the case if there’s no firm advance commitment to ongoing work, or if accepting the change would significantly disrupt the business operations. For example, if moving a casual employee to permanent status would require substantial changes to the way your business is organised or could lead to a breach of other employment rules, you could reasonably refuse the request.
For many small businesses, the challenge will be balancing the new requirements with operational needs. It’s important to take the time now to understand these changes and how they might affect your team. Consider whether any of your existing casual roles should be converted to permanent positions and be ready to have open conversations with your employees about their options.
Familiarise yourself with the new rules to ensure compliance and avoid potential pitfalls. The Fair Work website has more information about the changes to casual employment laws and casual conversion. Being proactive and informed will help you navigate these changes smoothly and keep your business on the right track.
